HRM Vs. PM

Dimension Personnel Management

 

Human Resource Management
1. Employment contract Careful delineation of written contracts Aims to go ‘beyond’ contract.
2. Rules Importance of devising clear rules Can do, outlook, impatience with rule
3. Guide to management action Procedures Business need
4. Behaviour referent Norms/ customs and practices Values/mission
5. Managerial task vis-à-vis labour Monitoring Nurturing
6. Key relations Labour management Customer
7. Initiatives Piecemeal Integrated
Speed of decision Slow Fast
Management role

 

Transactional Transformational leadership
10. Communication Indirect Direct
11. Prized management skills Negotiation Facilitation
12. Selection Separate, marginal task Integrated, key task
13. Pay Job evaluation Performance related
14. Conditions Separately negotiated Harmonization
15. Labour management Collective-bargaining contracts Individual contracts
16. Job categories and grades Many Few
17. Job design Division of labour Team work
18. Conflict handling Reach temporary truce Manage climate and culture
19. Training and development Controlled access to courses Learning companies
20. Focus of attention for interventions Personnel procedures Wide ranging cultural, structural and personnel strategies
21. Respect for employees Labour is treated as a tool which is expendable and replaceable People are treated as assets to be used for the benefit of an organization, its employees and the society as a whole
22. Shared interest Interests of the organization are uppermost Mutuality of interests
23. Evolution Precedes HRM Latest in the evolution of the subject
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